雇员电子邮件法律保护的比较研究

发布时间：2018-03-28 21:07

本文选题：监控　切入点：隐私权　出处：《华东政法大学》2009年硕士论文

【摘要】： 在当今社会,工作场所雇主对雇员进行电子邮件监控的现象普遍存在。本文试图从雇员电子邮件法律保护这一具体问题入手,从理论和实践两个方面探讨雇员电子邮件隐私权的问题。本文所讨论的雇员电子邮件指使用雇主的电脑设备所收发的邮件,其中包括私人性质的邮件。本文第一章分析了雇员、隐私及隐私权的概念,论述了雇员电子邮件隐私的特殊性。第二章论述了雇员电子邮件保护问题涉及到的两个不同的权利：雇员的隐私权和雇主的管理权,以及两者的冲突和平衡。雇主有实施电子邮件监控的需要,而监控可能会侵犯雇员的隐私权。雇员的隐私权源自人权理论,雇主的管理权则源自劳动关系的自身属性。笔者介绍并分析了权利位阶理论和法律经济分析理论在平衡这两种权利时得出的不同结论,并提出了平衡原则。本文第三章论述了美国和欧盟对雇员电子邮件的法律保护。欧美国家的隐私法制建设起步较早,已经形成了较为成熟的法律规范,司法实践也比较丰富,值得我们认真研究,加以借鉴。总体而言,美国倾向于保护雇主利益而欧盟注重保护雇员隐私权。美国的《电子通信隐私法》规定原则上雇主有权监控雇员电子邮件；同时随着司法判例的发展,美国逐渐建立了普通法中的“合理的隐私期待”原则,即在满足严格条件的前提下,雇员对其电子邮件有合理的隐私期待,雇主不得实施监控。欧盟的《个人数据保护指令》涵盖了关于个人数据处理的各个方面,适用于雇员电子邮件问题；雇主实施雇员电子邮件监控必须满足严格的条件,例如取得雇员的明确同意等。虽然在一些欧盟国家出现了新的立法动向,放宽了雇主实施监控的条件,但总体而言欧盟对雇员电子邮件隐私权的保护程度要远远高于美国。美国和欧盟在雇员电子邮件保护问题上存在如此巨大的差异,其根源在于对隐私权的性质的界定迥异。美国将隐私权视为财产权,而欧盟则将隐私权上升到基本人权的高度。本文第四章论述了我国对雇员电子邮件的法律保护情况。到目前为止,我国法律对雇员电子邮件保护问题尚无明确的规定；但在劳动争议中,司法机构需要判定监控所得邮件是否具有证据效力诸如此类的问题。笔者尝试在劳动法框架下提出解决此类问题的方案,将《劳动合同法》所规定的民主程序适用于电子邮件政策的制定过程,并借鉴欧盟个人数据保护法中的原则,对电子邮件政策的基本内容提出了部分建议。最后,笔者还提出在司法实践中借鉴美国“合理的隐私期待”原则,解决因电子邮件监控所产生的纠纷。本文的探讨对QQ、MSN等即时聊天工具在工作场所的应用所带来的隐私问题也具有参考价值。
[Abstract]:In today's society, the phenomenon that employers in the workplace monitor their employees' email is common. This paper attempts to start with the specific issue of the legal protection of employees' e-mail. This paper discusses the issue of employee email privacy from the aspects of theory and practice. The employee email discussed in this paper refers to the email sent and sent using the employer's computer equipment, including personal mail. The first chapter analyzes the concepts of employee, privacy and privacy. This paper discusses the particularity of employee's email privacy. The second chapter discusses two different rights involved in the protection of employee's email: the employee's right to privacy and the employer's right of management. And the conflict and balance between the two. Employers need to implement email monitoring, which may violate employees' right to privacy. Employees' privacy is derived from human rights theory. The author introduces and analyzes the different conclusions of the right rank theory and the legal economic analysis theory when balancing these two rights, and puts forward the balance principle. The third chapter discusses the legal protection of employee email in the United States and the European Union. The legal construction of privacy in Europe and the United States started early, which has formed more mature legal norms, and the judicial practice is also relatively rich, which is worthy of our careful study. In general, the United States tends to protect the interests of employers and the European Union focuses on protecting the privacy of employees. The United States Electronic Communications Privacy Act provides that, in principle, employers have the right to monitor employees' e-mail; and with the development of judicial jurisprudence, The United States has gradually established the common law principle of "reasonable privacy expectation", that is, employees have reasonable privacy expectations for their emails if strict conditions are met. The European Union's personal data Protection Directive covers all aspects of personal data processing and applies to employee e-mail issues; employers must meet strict conditions for employee email monitoring. For example, obtaining the explicit consent of employees. Although in some EU countries new legislative trends have emerged, the conditions for employers to implement monitoring have been relaxed. But overall, the European Union has far more protection for employees' email privacy than the United States, where there is such a big difference between the United States and the European Union on the issue of employee email protection. Its roots lie in the very different definition of the nature of privacy. The United States regards the right to privacy as a property right, while the European Union raises the right to privacy to the height of basic human rights. The fourth chapter discusses the legal protection of employee email in our country. Up to now, there is no clear regulation on the protection of employee email in Chinese law, but in the labor dispute, The judiciary needs to determine whether the monitored emails have evidentiary effects or not. The author tries to put forward a solution to this problem under the framework of labor law. Applying the democratic procedure stipulated in the Labor contract Law to the process of making e-mail policy, and drawing on the principles of the European Union's personal data Protection Act, some suggestions are put forward on the basic contents of the e-mail policy. The author also proposes to use the principle of "reasonable expectation of privacy" for reference in judicial practice to resolve the disputes arising from email monitoring. The discussion of this paper also has reference value for the privacy problems brought by the application of QQN MSN and other instant messaging tools in the workplace.
【学位授予单位】：华东政法大学
【学位级别】：硕士
【学位授予年份】：2009
【分类号】：D912.1

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